Senior Specialist, Learning & Development

Revlon•Oxford, NC

2d•Onsite

About The Position

At Revlon, we create beauty innovations for everyone that inspire confidence and ignite joy every day. Breaking beauty boundaries is in our company’s DNA. Since its game-changing launch of the first opaque nail enamel in 1932 (and later, the first long-wear foundation), Revlon has provided consumers with high-quality product innovation, performance, and sophisticated glamour. Elizabeth Arden made waves as a woman-led beauty company in the 1920s. In 1931, Almay became the original hypoallergenic, fragrance-free beauty brand. Today, Revlon resiliently continues its legacy as a leading global beauty company. Our diverse portfolio—which consists of some of the world’s most iconic brands and product offerings in color cosmetics, skincare, hair color & care, personal care, and fragrances—is sold around the world through prestige, professional, mass, and direct-to-consumer retail channels. These brands include Revlon, Revlon Professional, Elizabeth Arden, Almay, American Crew, CND, Cutex, Mitchum, Sinful Colors, Creme of Nature, Christina Aguilera, John Varvatos, Juicy Couture, Ed Hardy and more. We honor our heritage, embrace change, and applaud diversity. We champion our employees and celebrate our consumers. We are Revlon, together, transforming beauty. This role is an Onsite Role: This role requires full-time presence at our Oxford, North Carolina office. Position Summary The Senior Specialist, Learning & Development is responsible for designing, developing, implementing, and sustaining learning solutions that build capability across Revlon’s corporate and enterprise functions. The role partners with Learning & Talent Development, HR and Talent partners, business leaders, and subject matter experts to translate strategic priorities and capability needs into practical, engaging, and scalable learning experiences. The position supports enterprise priorities such as manager effectiveness, leadership development, core competencies, career development, onboarding, functional capability building, and organization-wide learning initiatives. It combines instructional design, program management, facilitation, learning technology, stakeholder partnership, and measurement to strengthen performance, support internal mobility, and advance a consistent learning culture across a global, matrixed organization.

Requirements

Bachelor’s degree in Learning & Development, Human Resources, Organizational Development, Education, Business, Industrial/Organizational Psychology, Communications, or a related field; equivalent relevant experience may be considered.
5-8+ years of experience in Learning & Development, Talent Development, Organizational Development, Instructional Design, or a related field.
Experience designing and implementing enterprise, corporate, leadership, manager, or professional development programs.
Experience applying instructional design methodologies and adult learning principles across blended learning formats.
Experience managing learning projects and partnering with leaders, HR stakeholders, and subject matter experts in a matrixed organization.
Experience facilitating learning for professional, manager, and leadership audiences.
Experience using learning data and evaluation methods to improve programs and communicate impact.

Nice To Haves

Experience supporting a global or geographically dispersed employee population.
Experience with enterprise leadership development, competency models, career development, performance management, or talent initiatives.
Proficiency with learning management systems and e-learning authoring tools such as Articulate 360 or comparable platforms.
Experience developing virtual, instructor-led, self-guided, and cohort-based learning experiences.
Experience using Microsoft 365 and AI-enabled tools, including Copilot, to improve learning design and productivity.
Change management, facilitation, coaching, assessment, or train-the-trainer certification.

Responsibilities

Enterprise Learning Strategy and Capability Building: Partner with HR, Talent, and business leaders to identify enterprise and functional capability gaps and translate them into prioritized learning solutions. Support the design and execution of enterprise learning strategies, roadmaps, and curricula aligned to business priorities, core competencies, and talent objectives. Build scalable learning pathways that clarify required capabilities, proficiency expectations, development resources, and career growth opportunities. Connect learning programs to broader talent practices, including performance management, development planning, succession, internal mobility, and leadership expectations.
Leadership and Manager Development: Design, coordinate, facilitate, and sustain manager and leadership development experiences that strengthen clarity, accountability, coaching, feedback, collaboration, execution, and change leadership. Create facilitator guides, participant resources, practice activities, reinforcement tools, and leader-led applications that support transfer of learning to the workplace. Partner with senior leaders, HR Business Partners, and subject matter experts to ensure leadership content reflects enterprise expectations and relevant business scenarios. Support cohort-based programs, learning communities, peer practice, and reinforcement strategies that build consistent leadership behaviors over time.
Instructional Design and Learning Experience Development: Apply instructional design and adult learning methodologies, including ADDIE or comparable approaches, to analyze, design, develop, implement, and evaluate learning solutions. Develop blended learning experiences that may include instructor-led sessions, virtual learning, e-learning, videos, simulations, job aids, toolkits, assessments, and guided application activities. Conduct needs analysis and collaborate with subject matter experts to define learning objectives, organize content, and simplify complex concepts for varied audiences. Ensure learning content is engaging, accessible, inclusive, brand-aligned, and appropriate for global and cross-functional audiences. Use learning technologies and AI-enabled productivity tools to improve content development, personalization, efficiency, and learner experience.
Program Management and Stakeholder Partnership: Manage assigned learning initiatives from discovery and design through pilot, launch, evaluation, and sustainment. Build project plans, define milestones, coordinate contributors, manage dependencies, identify risks, and communicate status to stakeholders. Coordinate delivery logistics for workshops, virtual sessions, learning campaigns, and enterprise rollouts, including schedules, facilitators, resources, communications, and technology. Consult with business and HR stakeholders to recommend the right solution, clarify roles and decision points, and maintain alignment throughout the project lifecycle. Support global implementation by adapting learning approaches for different functions, regions, audiences, and delivery environments.
Learning Systems, Content Governance, and Curation: Maintain and publish learning content, pathways, assignments, completions, and reporting within the learning management system. Curate internal and external learning resources to create relevant development journeys for enterprise and functional audiences. Apply content standards, version control, review cycles, and governance practices to maintain quality, consistency, and usability. Support accurate learning records, reporting, curriculum administration, and required training processes in partnership with system owners and HR teams.
Measurement and Continuous Improvement: Define learning objectives, success measures, and evaluation methods at the outset of assigned initiatives. Monitor participation, completion, learner feedback, knowledge gain, application, and relevant business or talent indicators. Use qualitative and quantitative data to identify trends, assess effectiveness, communicate impact, and recommend improvements. Build feedback loops with learners, managers, facilitators, HR partners, and business stakeholders to strengthen program relevance and sustainment.
Enterprise Learning Culture and Collaboration: Promote common learning practices, shared tools, and reusable resources that improve consistency while allowing appropriate functional flexibility. Contribute to enterprise learning communities and cross-functional forums that increase visibility, reduce duplication, and scale effective practices. Stay current on learning technologies, instructional design practices, leadership development, talent trends, and emerging uses of AI in learning.